Diversity And Equal Opportunity

To fully realise growth of the organisation, we work to ensure that our workforce sufficiently reflects the demographic profile in terms of race and gender of the economically active population of the regions in which we operate. Whilst abiding by local laws and regulations, we actively promote equal opportunity and fair treatment in employment through the elimination of unfair discrimination. We also encourage inclusiveness with regard to human resource practices, irrespective of race, gender, nationality or religious affiliation in an effort to promote global diversity throughout our workforce. For instance, there is no arbitrary distinction on remuneration levels based on any of these grounds and any differentiation is based on objective grounds largely related to performance and market considerations, although in some cases, it is based on length of service where these are mainly a product of past agreements with trade unions.
In South Africa, Illovo is committed to contributing to and promoting social transformation in the interest of nation building, most notably through the continued advancement of B-BBEE issues. Employment equity is a business strategy that strives to ensure that South Africans from all cultural backgrounds are able to participate in, and benefit from, the activities of the business in a fair manner. We submit annual Employment Equity and Income Differential reports to the Department of Labour and the Employment Equity Commissioner respectively, which detail progress made in respect of the company’s Employment Equity Plan, a key pillar of our B-BBEE programme. Progress is monitored through a group Central Co-ordinating Forum which includes representation from local consultative forums in place at the various operations.

Relevant statistics in respect of designated employees are shown in the table below. They generally reflect a good performance, particularly in the recruitment and promotion of senior management, an area that has received considerable focus over the past few years, i.e. 63% (2011: 36%) and skilled ranks, up to 92% (2011: 90%).

Employee Statistics

REPRESENTATIVE

% DESIGNATED

2011/12

2010/11

Senior Management Level

44

40

All Management Levels

66

65

Skilled Level

92

90

Management Trainees

62

70

Recruitment and Promotions:

Senior Management

63

36

Management – All Levels

70

76

Skilled

89

94

All levels

91

93

We continue to give overall focus to designated appointments in the more senior levels of management.
Relative to the Codes of Good Practice on Black Economic Empowerment (the Codes), issued in terms of the B-BBEE Act 2003, for the year ended 31 March 2012, the company was audited by an accredited external verification agency and its rating was re-confirmed as a Level 5 Contributor.

The component B-BBEE verified scores were as reflected in the table below: